Business Finance - Management MGT Final Assignment
Shivani21999
4Assessment.pptxAssessment—Legalities and Efficacies
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Concept of Fit
| Type of Fit | Possible Dimensions of Fit |
| Person-Job Fit: the potential of an individual to meet the needs of a particular job and the potential of the job to meet the needs of the individual | Intelligence Job-related skills and competencies Job knowledge Previous experience Personality related to performing job tasks |
| Person-Group Fit: the match between individuals and their work groups, including their supervisors | Teamwork skills Expertise relative to other team members Conflict management style Preference for team-based work Communication skills Personality related to working well with others |
| Person-Organization Fit: the fit between an individual’s values, beliefs, and personality and the values, norms, and culture of the organization | Alignment between one’s personal motivations and the organization’s purpose Values Goals |
| Person-Vocation Fit: the fit between an individual’s interests, abilities, values, and personality and his or her occupation | Aptitudes Interests Personal values Long-term goals |
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Legalities
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EEOC Guidelines on Testing
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https://www.eeoc.gov/laws/guidance/employment-tests-and-selection-procedures
Excellent Overview of the Legalities of Employment Testing
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https://www.employment-testing.com/legality.htm
https://www.yourdictionary.com/articles/efficacy-efficiency-difference
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Directory of Reviews OFAssessments In Library Databases
Directory of Assessments Reviews Example
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Vendors of Assessments
https://vendordirectory.shrm.org/category/training-development/assessments
Evaluating an Assessment Method’s Effectiveness (1 of 2)
Validity—whether the assessment method predicts relevant components of job performance
Return on investment—whether the assessment method generates a financial return that exceeds the cost associated with using it
Applicant reactions—including the perceived job relatedness and fairness of the assessment method; perceiving sufficient opportunity to perform, or believing that one had an adequate opportunity to demonstrate one’s ability to do the job, influences perceptions of the fairness of the selection process, particularly if the person is rejected for the job
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Evaluating an Assessment Method’s Effectiveness (2 of 2)
Selection ratio—having a low selection ratio means hiring only a few applicants, which allows an assessment method to have maximum impact in improving the performance of the people hired
Usability—people in the organization must be willing and able to use the method consistently and correctly
Adverse impact—an assessment method is more effective if it predicts job performance and other important hiring outcomes without discriminating against members of a protected class
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Comparison of Commonly Used Assessment Methods
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